Indonesian Employees Research Articles

Penyalahgunaan serta proses Penyelesaian Visa Kunjungan oleh Warga Negara Asing

This research is related to the process of resolving the misuse of visas carried out by foreign nationals in Indonesia. The purpose of this study is to find out the Process for the Settlement of Misuse of Visit Visas Performed by Indonesian Citizens in the implementation of the Settlement of Misuse of Visit Visas that have been carried out by Foreign Citizens, hereby implementing and providing the right impact on Foreign Citizens. The method of collecting data is directly conducting interviews with informants related to the completion process of Visit Visa Abuse. The method used is using empirical research methods with the transformation process of research data sourced from directly related informants. In this case, there is the implementation of the Visit Visa Abuse Settlement Process carried out by Foreign Citizens, there are still several obstacles and shortcomings, both in terms of supervision and the role of Immigration office employees in Indonesia.

SISTEM INFORMASI AKUNTANSI ANALISA LAPORAN KEUANGAN PADA PUSAT KOPERASI PEGAWAI REPUBLIK INDONESIA KENDAL MENGGUNAKAN METODE RASIO

The Republic of Indonesia Employee Cooperative Center in Kendal Regency is a civil servant cooperative center in Kendal Regency which provides savings and loan services for its members.So far, the Indonesian Civil Servant Cooperative, Kendal Regency, does not yet have a special information system in managing finances, making financial reports and financial analysis activities. This causes the performance of cooperative employees to be slow, difficulties in finding customer data, loss of transaction data and presentation of information and analysis of cooperative financial statements takes a long time.With the implementation of an accounting information system for analyzing financial statements at the Indonesian Employee Cooperative, Kendal Regency using the financial ratio analysis method, it will be able to assist in managing finances in a database that is able to produce financial reports and analyze th

ANALISIS PUBLIC SERVICE MOTIVATION DAN KORELASINYA DENGAN KONSEP ALTRUISME

Many previous studies have found that employee performance can be influenced by their motivation. One of the intrinsic motivations that are believed to have an influence on employee performance is public service motivation. In this study, the concept of altruism will be represented by one of its dimensions, namely the belief in a just world dimension. The objective of this study is to analyze the correlation and influence of belief in a just world on public service motivation among civil servants in Jakarta. The research was carried out using quantitative method and also literature rule as an analytical tool. Respondents in this study were 951 civil servants who came from 3 agencies with the highest incomes in Jakarta, the DKI Jakarta Provincial Government, the Directorate General of Taxes and the Directorate General of Immigration. The results of the study show that the belief in a just world dimension has a significant correlation and influence on the level of public service motivation, besides that this dimension is suitable to be applied as an additional dimension of public service motivation from Perry and Wise (1990) to measure the level of public service motivation of employees in Indonesia.

The Impact of Organizational Climate on Technostress and Job Satisfaction of Millennial Employee: Evidence from Indonesia


 
 
 The investigation regarding the impact of organizational climate and Technostress on the millennial employee as the most prominent cohort is still rarely found in the context of developing countries, especially in Indonesia. Thus, this research aimed to test the effect of organizational climate on job satisfaction and Technostress and further examine the impact of Technostress on the job satisfaction of millennial employees in Indonesia. A web-based survey of 100 millennial workers from diverse companies in Indonesia was conducted. The data was analyzed using Partial Least Squares - Structural Equation Modeling (PLS- SEM). The results imply that a good Organizational Climate improves millennial employees’ Job Satisfaction and reduces their Technostress; meanwhile, no significant effect was found on the relationship between Technostress and Job Satisfaction. The implication and conclusion are discussed further.
 
 

Pengaruh Keadilan Organisasi Dan Pemberdayaan Karyawan Terhadap Komitmen Organisasi Melalui Kepuasan Kerja

The purpose of this research was to determine and explain the effect of Organizational Justice and Employee Empowerment on Organizational Commitment through Job Satisfaction among Employees of PT Kharisma Baru Indonesia. This study used a quantitative approach with a sample of 32 respondents at PT Kharisma Baru Indonesia employees and used Partial Least Square (PLS). The results of this research were organizational justice has no effect on organizational commitment, organizational justice has a significant positive effect on job satisfaction, employee empowerment has a significant positive effect on organizational commitment, employee empowerment has no effect on job satisfaction, job satisfaction did not affect organizational commitment, job satisfaction did not mediate the effect of organizational justice on organizational commitment, job satisfaction did not mediate the effect of employee empowerment on organizational commitment.

Employee’s Emotional Intelligence and Innovation Performance in China’s International Joint ventures: The Moderating Role of Leadership Style

This paper explores the relationship between emotional intelligence, leadership style and employee’s innovation performance. Information was collected by distributing 400 questionnaires to Indonesian employees from China’s International Joint Ventures (IJV) operating in Indonesia. A total of 217 valid questionnaires were received. The results of the study indicate that emotional intelligence and three kinds of leadership styles (transformational, transactional and paternalistic) are positively related to employee’s innovation performance. All of these leadership styles except transactional leadership style are found to moderate the relationship between emotional intelligence and employee’s innovation performance. This study further enriches the literature in the field of human resource management. Managerial suggestions for China’s IJVs are also provided in this study.

Impact of work-family conflict on job satisfaction and job stress: Mediation model from Indonesia

This paper analyzes the impact of work-family conflict on employees’ job satisfaction and job stress and determines how organizational commitment and social support reduce job satisfaction and job stress. The study employed a questionnaire to collect the data from 382 Islamic bank employees in Indonesia. After the data were collected, it was calculated using SEM-PLS. The results showed that work-family conflict was a significant predictor of job satisfaction and job stress. Furthermore, social support mediates the influence of work-family conflict on job stress. However, organizational commitment is not able to mediate the two variables. Practically, the results of this study indicate that bank employees have high work stress due to role conflicts that occur in their families. In addition, one of the causes of role conflicts is the government’s policy to work from home during the pandemic. Furthermore, social support can mediate the relationship between work-family conflict and job stress, meaning that social support can help employees reduce job stress due to role conflicts in their families. Therefore, companies must pay attention to the psychological condition of employees before giving assignments.

Exploring the Workplace Bullying of Indonesian Caregivers and Its Influencing Factors in Taiwan.

Background: Bullying can pose a risk to the health and safety of humans, including the risk of damage to the emotional, psychosocial, mental, or physical health of employees in the workplace. In this study, we aimed to understand the personal characteristics, mental health, sleep quality, and workplace bullying status of Indonesian caregivers and explore the influencing factors of workplace bullying among them. Methods: This cross-sectional study was based on a structured questionnaire in Indonesian, which was designed to collect the data of essential personal characteristics, workplace bullying, sleep quality, and mental health using the Indonesian versions of the Negative Acts Questionnaire–Revised (NAQ-R), Pittsburgh Sleep Quality Index (PSQI), and the Brief Symptoms Rating Scale (BSRS-5). Results: A total of 60.9% of Indonesian caregivers never experienced workplace bullying in Taiwan. A multiple regression analysis revealed that being a household caregiver (β = 0.14, p = 0.021), sleep quality (β = 0.18, p = 0.031), and mental health (β = 0.44, p < 0.001) were significantly correlated with the overall workplace bullying scores of the respondents and revealed that these three variables explained 45% of the variance. Conclusions: Taiwan Indonesian caregivers have a similar workplace bullying rate to Indonesian employees in the workplace. This study indicated the relationships among the workplace bullying of foreign caregivers and demonstrated that being a household caregiver, sleep quality, and mental health were closely related.

Implementasi Prinsip Good Corporate Governance Terhadap Kinerja Karyawan Pada Bank Syariah

The purpose of this study is to analyze the application of good corporate governance (GCG) in the work of Bank BRISsyariah Indonesia employees. The application of good governance in the banking sector is very supportive for the implementation of its operational activities, if banking is the trust of the public who trust their investment managers, then very careful risk management is needed to create a positive image of banking. sector In the eyes of customers, the role of banking is also to provide confidence in collecting and saving money. This study uses a descriptive qualitative approach which aims to provide a systematic description of the implementation of good corporate governance practices at Bank BRISyariah. The purpose of data analysis is to simplify the results of data processing so that they are easy to read and interpret. Data was collected using the literature review technique. The results of this study indicate that the good governance practices implemented by Bank BRISyariah Indonesia are largely in line with the theory of good governance.

THE EFFECT OF COMPENSATION AND WORKLOAD ON EMPLOYEE PERFORMANCE WITH TURNOVER INTENTION AS A MEDIATION VARIABLE IN SAVE THE CHILDREN INDONESIA

This study is intended to prove the effect of compensation and workload on turnover intention at Save the Children Indonesia. To find out and analyze the effect of compensation, workload and turnover intention on the performance of Save the Children Indonesia. To prove and analyze the effect of compensation and workload on performance with turnover intention as a mediating variable at Save the Children Indonesia. The population in this study were all 303 employees of Save the Children Indonesia, the probability sampling method was used as a sample and the sampling technique used simple random sampling, the sample amounted to 91 employees at Save the Children. Indonesian children. The analysis data method SEM with the help of the SmartPLS version 3.2.9 program. The results of this study found that compensation has a significant negative effect on turnover intention at Save the Children Indonesia. Workload has a significant negative effect on turnover intention at Save the Children Indonesia. Compensation has a significant positive effect on employee performance at Save the Children Indonesia. Workload has a positive and significant effect on employee performance at Save the Children Indonesia. Turnover intention has a negative and significant effect on the performance of Save the Children Indonesia employees. Compensation provides a positive and significant effect on employee performance mediated by turnover intention at Save the Children Indonesia. Workload has a positive and significant effect on employee performance mediated by turnover intention at Save the Children Indonesia.

Construction of Shame-Proneness Scale of Employee Malay People: A Study from Indonesia.

PurposeCulture plays a role in determining how individuals interpret their experiences. In previous studies, the experience of shame has been associated with negative behavior. However, for Malays who interpret shame more positively, the experience of shame serves to inhibit negative behavior. Therefore, shame-proneness in Malays cannot be measured as it is measured in different cultures. Two studies in this research aimed to construct a measure of shame-proneness for Malays in a work context. This measuring instrument is devoted to the work context because so many situations cause shame in everyday life. By limiting the measurement of shame for employees, the conditions that arise in the measuring instrument can be more specific.MethodsIn the first study, a qualitative study was conducted to explore the experience of shame in Malays. The second study used a quantitative method to construct a measuring instrument of shame that has good psychometric properties.ResultsThe results of in-depth interviews with nine Malay employees resulted in four indicators of shame in Malay people in the work context, namely, negative self-evaluation, withdrawal, perceiving negative evaluation from others, and motivation to change the self. In the second study, 456 Malay civil servants in Pekanbaru, Indonesia, were asked to respond to a 27-item shame-proneness scale based on these four indicators. Based on the exploratory factor analysis results, the four indicators narrowed down to three factors. Confirmatory factor analysis showed that the 18-item proneness scale with three factors was the best and showed acceptable goodness of fit.ConclusionShame-proneness scale of Malay employees scale was conducted in order to compose an instrument using a more comprehensive psychological approach. This has satisfactory psychometric properties and thus potentially measures the shame-proneness of Malay employees in Indonesia more accurately.

The Analisis Pengaruh Abusive Supervision terhadap Employee Creativity dengan Sleep Deprivation, Emotional Exhaustion, dan Self Efficacy sebagai Mediator

The television industry has undergone many changes and disruptions and is always required to be creative in order to survive. Creative television employees play an important role in the company's performance in the midst of unfavorable environmental conditions. This study aims to examine the effect of abusive supervision on employee creativity, sleep deprivation, emotional exhaustion, and self efficacy. Besides aiming to examine the effect between variables, this study also intends to examine the impact of related variables to employee creativity and its mediating roles were also investigated. This research employed a quantitative study with an online survey of 203 television station employees in Indonesia. The structural Equation Modeling (SEM) method was used to analyze the data. Based on the research that has been done, the results showed that abusive supervision was not proven to directly and significantly affect employee creativity, this is due to the low level of abusive supervision in the television industry. However, abusive supervision has been shown to increase sleep deprivation, emotional exhaustion, and decrease employee self efficacy. This study also found that employee creativity was strongly influenced by employee self efficacy. Lastly, the results indicated that self efficacy could act as a potential mediator between abusive supervision and employee creativity.

Factors and challenges influencing work‐related outcomes of the enforced work from home during the COVID‐19 pandemic: Preliminary evidence from Indonesia

This study investigates the socio‐demographic factors and work from home challenges associated with job satisfaction and work performance. Using a cross‐sectional survey design and convenience sampling, data from 482 Indonesian employees were gathered via a web‐based questionnaire. Bivariate analysis was used to assess job satisfaction and work performance differences across several socio‐demographic factors. Hierarchical linear regression was performed to identify the contribution of socio‐demographic factors and work from home challenges on job satisfaction and work performance. All work from home challenges, with the exception of social isolation, linked significantly to job satisfaction and work performance. However, no significant differences in job satisfaction and work performance were found across most socio‐demographic factors. Our final model suggests that, after controlling socio‐demographic and work from home challenges, the length of employment and job satisfaction were the most significant determinants of work performance. This study provides insights for organizations wishing to raise employees’ satisfaction, and maximize the benefits gained by addressing work from home challenges, by improving some of the less favorable work from home practices of the past.

Enhancing Millennial Employees’ Job Performance in Indonesia Through HRM, Responsible Leadership and Employee Well-Being

As number of millennial employees grows and soon will dominate global workforces, managers have been uncertain about how to manage millennial employees due to their distinctive values and aspirations. In relation to the circumstance, whilst employees’ job performance has been investigated in many studies, there have been limited studies on this subject among the millennials. In order to bridge the research gap, the present study intends to investigate factors that give influence to the job performance of millennial employees. Data in this research were obtained from a survey to millennial employees in Indonesia. Results of this study proved that factors of motivation, training, responsible leadership, and employee well-being bring positive influences on job performance. Moreover, the factor of employee well-being mediates the influences of motivation, training, and responsible leadership on job performance. This study contributes in providing additional evidences on the characteristics of millennials in the workplace, wherein managers should take into account when they expect high job performance from the millennials. Keywords: Motivation, Training, Responsible Leadership, Employee Well-Being, Job Performance DOI: 10.7176/EJBM/14-6-09 Publication date: March 31 st 2022

IMPACT OF WORKLOAD AND RESPONSIBILITY LOAD ON WORK STRESS AND JOB PERFORMANCE ON CONSTRUCTION PROJECTS DURING THE PANDEMIC

Construction is one of the sectors that the government relies on to contribute to national growth; the impact of this policy is that the number on the projects is not balanced with construction experts, thereby increasing the workload of construction employees, coupled with the pandemic, limiting construction project activities which are labour-intensive activities that require a lot of interaction and physical activity in the field. This study aims to determine the impact of a workload and responsibility load on work stress and job performance in construction projects during the pandemic. This research uses a correlational descriptive quantitative approach; the population in this study is 100 construction employees in Indonesia. The sampling technique is total sampling with multiple linear regression. The result showed that workload significantly affects the responsibility load on construction project workers in Indonesia. The workload has a positive and significant impact on Indonesian construction project workers. Responsibility load has a positive and significant effect on Workstress on Project Construction workers in Indonesia. The influence of responsibility load on work stress is negative and significant. Work stress on employees does not affect job performance on employees. Namely, there is no effect if construction employees have high work stress on their work. It does not affect job performance. The work stress variable has no positive or significant effect on job performance. Further research can incorporate variables that influence job performance, such as workload, responsibility load, work stress, and others, to improve job performance at construction.

Influence of Empowering Leadership to Employee Performance of Bank in Indonesia: Mediating Role of Trust in Manager

This article purposes to investigate the role of trust in manager in influences empowering leadership to employee performance. Drawing on a sample of 217 bank employees in Indonesia, path analysis was employed to analyze data. Firstly, the finds of a path analysis expressed that the influence of empowering leadership has a positive on trust in manager and employee performance. Furthermore, the study examined the mediating influence of trust in manager between empowering leadership and employee performance. The study shows that empowering leadership is not useable to culture of Western only, but it also suitable in Indonesian culture. The study's limitations are the data have been collected from banking employees. This can cause common method bias. In the banking case, empowering leadership can increase employee performance through trust in manager. Training should be prepared for banks leaders with a particular train on simplifying the behaviors of empowering in them. The study on investigating the influence of empowering leadership on employee performance via trust in manager as a mediator variable is very limited.

Impact of Human Resource Competency Development on Employee Work Productivity

Manpower or employees are human resources who have a very important role in improving performance for the progress of a company. One of them is improving the performance of employees in Islamic banking companies that are known so far in sharia banking where development can be seen increasing. In this case, Islamic banking companies face challenges in employee work productivity, as a company in this case, namely sharia-related banking, which must have employees as human resources, namely employees who have competency development. Employees as human resources in question, namely employees as human resources who are also mentally and have a good attitude, and the assessment of knowledge from employees is a skill that must be more adequate. The formulation of the problem in an existing study is how the development of employee knowledge or competence as a human resource has an impact on the productivity of Bank employees from Syariah Indonesia KC Bengkulu S. Parman and the impact of how the development of employee competence is human resources in the field of Bank of Sharia Indonesia KC Bengkulu S. Parman. This study also has the aim of knowing whether there is an impact on developing an employee's competence as a human resource as well as on the productivity of Bank Syariah Indonesia employees at KC Bengkulu S. Parman. Basically the researcher uses a quantitative research approach. Sources of data that can be used are primary data. The primary data in this quantitative study are employees with a sample of 29 employees and the proportional method. The proportional method is in the form of validity and reliability tests. Descriptive data is in the form of perceptions of knowledge (XI), skills (X2), attitudes (X3), and productivity performance is (Y). In this study there are characteristics of some of the highest respondents who are seen from both male sex (79.3%), age 24-35 years (46.8%), S1 education (68.9%) and also working years &gt;2 years (60.2%). Based on the results and discussion, the authors conclude that employees are human resources, wh o is one of the most important parts of the Bank Syariah Indonesia company KC Bengkulu S. Parman. Employees have competency development that must be good and also have a good basis of religious values and piety. Therefore, Bank Syariah Indonesia KC Bengkulu S. Parman will not easily be able to compete with other banks. Competency-based development that must be possessed is the basic characteristics of knowledge, skills, and attitudes related to productivity. The role of developing employee competencies as human resources at Bank Syariah Indonesia KC Bengkulu S. Parman has not looked so good because employees have not fully developed good competencies. This will have an impact on the productivity of employees . Keywords : Development of competence, human resources, employee productivity, Bank Syariah Indonesia KC Bengkulu S. Parman .

Micro and Macro Determinants of Precarious Employment in Indonesia: An Empirical Study of Paid Workers using Multilevel Binary Logistic Regression

Decent work for all is one of the goals stated in the Sustainable Development Goals (SDGs). One indicator that can represent proper work conditions is the precarious employment rate (PER). In recent periods, the precarious employment rate in Indonesia has shown an increasing trend. It indicates a decent work deficit in Indonesia. In addition, the PER among provinces has a different figure. This study aims to analyze the micro and macro factors that influence the status of precarious employees in Indonesia. The analytical method used in this study is multilevel binary logistic regression. The results show that micro factors; namely the worker's characteristics, including age, education level, employment sector, previous work status, and urban-rural area; have a significant effect on the precarious status of employees. In terms of macro factors, it is found that an increase in the output of the industrial and construction sectors can reduce the tendency of a worker to become a precarious employee. Meanwhile, an increase in labour supply increases the likelihood of workers becoming precarious employees. Various parties, including society and government, have to put extra efforts to reduce the precarious employment rate by improving the quality of human capital and domestic products demand.

The role of motivation of unified theory acceptance, use of technology model and innovation dif-fusion theory on e-learning intention of SMEs employee

In the digital era and the era of the industrial revolution 4.0, the quality of human resources needs to be improved in order to have competencies that are in accordance with the needs of the organization. Therefore, an effective and efficient method is needed to improve employee competence by using e-learning technology. This study analyzes the Diffusion of Innovation Theory through the Unified Theory of Acceptance and Use of Technology (UTAUT) model. The study uses quantitative data obtained by surveying 400 SME employees in Indonesia using an e-learning system. Dissemination of data is by using online questionnaires through social media. Data analysis uses structural equation modeling (SEM) modeling. The results of data analysis show that the theory of diffusion of innovations mediated by intrinsic and extrinsic motivation in the UTAUT model had a significant effect. The aspects that make up the theory of diffusion of innovation significantly and directly affect the intention of SMEs employees to use the e-learning system. The findings show that the diffusion of innovation theory has various indicators for the application of learning systems and further e-learning development so that they can have a real and significant impact on improving organizational performance and competitiveness.

Reviewing the Human Capital Performance Stimulants of Private Employees in Indonesia: The Role of Job Satisfaction as a Mediator with a Quantitative Approach

The effectiveness of organizations and companies is correlated with human capital performance. Therefore, we require the use of human capital performance as a benchmark for organizations and companies to achieve the vision and mission together. Later, the benchmark will serve as a basis for policymaking on the future maintenance and improvement of human capital performance. This research aims to find out the stimulants that affect the human capital performance of private employees. The quantitative causality approach is used in this study to answer the formulation of research problems and research hypotheses. Next, the researcher tested the hypothesis using Structural Equation Modeling (SEM) based on a variant called Partial Least Square (PLS) and the SmartPLS version 3.0 application as a tool to analyze it. The results of this research conclude that six hypotheses that examine the direct effect of self-leadership, organizational justice, and work environment on work satisfaction obtain positive and significant results. Then self-leadership, teamwork management, and work satisfaction on human capital performance also obtained positive and significant results. In addition, the results of this research also confirm the positive and significant mediating effect of work satisfaction on the indirect impact of self-leadership, organizational justice, and work environment on human capital performance. For further research, the author recommends further researchers develop variables that are suspected to be the main predictors to encourage work satisfaction and human capital performance to provide complete recommendations regarding the development of human resource performance, especially for millennial workers. This study presents a research model related to human capital performance regarding self-leadership, teamwork management, and work satisfaction and the contribution of self-leadership, organizational justice, and work environment to work satisfaction.